We provide reassuring, practical expert advice and support through every stage of the ‘Hire to Retire’ employee life cycle.

HR Consultancy

About Us

Spectrum HR solutions are professional HR consultants providing a wide range of HR services. We have a significant network of contacts and our work has always been generated through strong business relationships which we have built up over many years.

Our strength is in the breadth of expertise and the flexibility we offer. We understand the ethos of client organisations and being focused around providing a personal service, ensuring that we provide bespoke solutions tailored to particular client needs.

Our Company Ethos

We are committed to building and developing fantastic relationships with our clients, by providing unrivalled professional expert HR advice.

By gaining a true understanding of your business we can ensure that we provide the right solution for your business and become part of your core team, ensuring you have the right people, with the right skills, in the right roles, at the right time.

Virtual HR

You can even opt for our fixed fee retained HR hotline, giving you peace of mind that you can call, as and when you need that difficult challenge addressed, quickly and efficiently.

Whether we work with you to address a one-off issue, or ask us to tackle work for you on a project basis, our bespoke HR services gives you the flexibility you need.

Organisational Change

We can help you structure your organisation with the right skills and capabilities, both in management and otherwise, to ensure you achieve your business strategy.

Planning and co-ordination of all project activities through to implementation. Ensuring effective management, employee engagement and communication throughout, to ensure your project is kept to timelines and the objectives are met.

Ensuring you have the right people, with the right skills, in the right roles, at the right time.

HR Advice & Support

Experienced HR Consultancy

We are an experienced HR Consultancy with more than 15 years experience of working at a senior level.

We have a proven ability to effectively manage and engage a key operational team, support businesses to create change, including developing and implementing strategic plans, business efficiency and cost reduction programmes.

We build and develop effective relationships with senior business leaders, to enable them to get the best out of their teams and meet their strategic business objectives.

Where we Cover

Based in Worthing, West Sussex, we cover all local areas in West and East Sussex including Brighton, Worthing, Horsham, Crawley, Burgess Hill, Haywards Heath, Littlehampton, Bognor Regis, Chichester, Arundel, Portsmouth, Southampton, Bournemouth, Eastbourne, Hailsham, Tunbridge wells, Saltdean and further afield including East Sussex, Surrey, Kent, Hampshire, Middlesex, London and the South East.

Our Virtual Human Resources services are available across the whole UK.

What is HR?

HR is a commonly used acronym for Human Resources which is also referred to as Human Resource Management or HRM.

HR services typically include:

Recruitment & Selection

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation.

Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post

Workforce Planning

Systematic identification and analysis of what an organisation is going to need in terms of the size, type, and quality of workforce to achieve its objectives. It determines what mix of experience, knowledge, and skills is required and sequences steps to get the right number of right people in the right place at the right time.

Remuneration

Remuneration is the compensation that one receives in exchange for the work or services performed. Typically, this consists of monetary rewards, also referred to as wage or salary.

Job Analysis

The management of a business need to determine what work needs to be done. Job analysis is a key part of this need.

Job analysis concentrates on what job holders are expected to do. It provides the basis for a job description, which in turn influences decisions taken on recruitment, training, performance appraisal and reward systems.

Training and Development

Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work

Organisational Development is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organisation or community and the world around them.”

Industrial Relations / Employee Relations / Employment Relations

Industrial relations are those between an employer and a collective workforce, almost exclusively held together by a recognised union, although this does not necessarily need to be the case.

Employee relations involves all matters involving the relationship between an employee or employees and the employer and is a far broarder term – which is why the phrase is most commonly used in HR departments.

So in short, employee relations could involve anything at all (absences, pay, disciplinaries), Industrial relations is specifically referring to unions

Organisational Development / Change Management

Organisation development is the planned and systematic enabling of sustained performance in an organisation through the involvement of its people.

HR metrics are a vital way to quantify the cost and the impact of employee programs and HR processes and measure the success (or failure) of HR initiatives. They enable a company to track year-to-year trends and changes in these critical variables. It is how organisations measure the value of the time and money spent on HR activities in their organisations.

The history of human resource management (HRM)

The history of personnel management begins around the end of the 19th century, when welfare officers (sometimes called ‘welfare secretaries’) came into being. They were women and concerned only with the protection of women and girls. Their creation was a reaction to the harshness of industrial conditions, coupled with pressures arising from the extension of the franchise, the influence of trade unions and the labour movement, and the campaigning of enlightened employers, often Quakers, for what was called ‘industrial betterment’. As the role grew there was some tension between the aim of moral protection of women and children and the needs for higher output.

Today’s HR profession encompasses a number of specialist disciplines, including diversity, reward (including compensation, benefits, pensions), resourcing, employee relations, organisation development and design, and learning and development (the history of which is covered in detail in the next section of this factsheet).

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Testimonials

During 2014 Spectrum HR Solutions supported Ridgeview Wine Estate with a Gap Analysis Project of our HR documentation. Naomi was able to help us produce a comprehensive Employee Handbook which was essential as our business is growing and ensured our Contract of Employment was compliant. Spectrum HR Solutions provided Ridgeview with a flexible & cost effective service to review our HR documentation to ensure we were fully compliant with Employment Law regulations. We highly recommend Spectrum HR Solutions for any HR or legal queries that you may have to or to provide longer term support and guidance.” Best regards and thanks for your help!

“Naomi has a very calm , empathetic disposition and is able to discuss HR matters and concerns in a totally non confrontational manner…Naomi has always been able to help us to find the right solution for our business. We would have no hesitation in recommending Naomi for any HR requirements”

“As the owner of a small business I am faced with numerous issues relating to my staff and my obligations as an employer…Naomi has been an invaluable asset to my business, providing sound, relevant advice that ensures my business continues to meet all its regulatory obligations without needing to employ a full time HR manager”